Janet Barnes Email and Phone Number

HR/Reward Analyst (FTC) – Playground Games (Leamington Spa) July 2023- Feb 2024As HR Data/HRIS Analyst for Playground Games, a Triple-A Xbox studio of over 400 people, I am responsible for delivering on all people reporting requirements and employee data analysis. This involves liaising closely with the business to understand their employee data needs and core priorities. Key responsibilities include:• Coordinate the development of the long term people analytics strategy to enhance the delivery of all HR cyclical activities such as annual pay review, performance management process, talent and succession planning.• Co-ordinate, deliver and report on a cycle of reward based activities including salary survey benchmarking, reward analysis and Gender Pay Gap reporting. • Lead on HRIS projects, including analysis, design, testing, implementation, and support for system upgrades and resolving HRIS issues. Building the functionalities of the new HRIS, • Deliver key employee data updates to the Senior Leadership Team.• Continually review and document HR processes within the current HRIS and implement recommendations for process improvements. • Utilise and configure HRIS reporting functionality to align to the Company’s people analytics strategy. Specific projects I have been responsible for include: - Gender Pay Gap analysis and reporting;- Compensation survey analysis and annual pay review reporting;- Attrition and Diversity analysis for Senior Leadership Team.

After leaving the city of London to raise a family I worked in the education sector as an economics tutor at the University of Warwick and as a senior teaching professional at leading schools, including Oundle and Bromsgrove. During this time, I managed department teaching, budgets, arranged conferences and speakers, led student trips and mentored students on their career goals. I am accustomed to promoting continuous learning opportunities for students (including internships) and working in a culturally diverse and inclusive environment with stringent safeguarding and regulatory requirements. Specifically, I assumed the following roles during this period:• Teacher of A level Economics and Business Studies. at Bromsgrove School (2020-2022);• Economics Tutor at Warwick Business School delivering the ‘Economics in Business’ module (2019-2020);• Economics and Politics A Level Teacher, and Extended Project Supervisor, at Oundle School (2005-2018);• Private tutor for sixth form A Level students during career break to raise family (2009-2012).

As Head of HR for the investment management arm of one of the UK’s leading financial services institutions I was responsible for devising the HR strategy and directing the HR team to meet the needs of the business. My role involved collaborating with the board on strategic HR initiatives and providing HR technical advice to a diverse and highly regulated business of more than 600 people. Key responsibilities included: • As the trusted advisor of the CEO working on highly sensitive change initiatives to redesign the structure of the business.• Partnering with the senior management team to assist them with all their HR, performance management and resourcing needs.• Devising compensation and reward packages, including LTIPs, for senior personnel.• Redesigning bonus systems and tailoring them to specific KPIs for each business area. • Overseeing a strategic review of recruitment, analysing headcount and staffing requirements, and budgeting for all recruitment costs including use of agencies and headhunters.• Overhauling the induction process for new staff to enhance engagement and understanding of company values.• Leading on all complex employee relations issues including redundancies, TUPE and senior management exits collaborating with employment lawyers where necessary.• Managing the annual performance management process, providing advice and support to managers and training as needed. • Advising the senior management team on succession planning and enhancing talent pipelines. • Responsible for delivering bespoke learning and development activities to the business, including mandatory regulatory training, ensuring value for money and adhering to budget constraints.• Providing regular HR management information to the Board on all aspects of employee data including recruitment, compensation, absence management, turnover and productivity.• Led an HR team including HR Business Partners, Reward and L&D Managers and payroll/HR administration.

• Worked alongside the management team of a diverse range of clients, both in the UK and overseas, delivering and managing change initiatives including managing employee feedback surveys. • Identified and introduced new HR initiatives including performance management and competency based recruitment processes. • Conducted market research and external benchmarking analysis on pay and benefits packages and introduced flexible benefit schemes. • Reviewed and redesigned job evaluation schemes including working with clients to streamline their organisational structures, career progression systems and talent management pipelines.

• Assisted the Private Client Services Division (250 people) with all their HR needs.• Advised on reward decisions within client group, ensuring compliance with firm wide reward strategy.• In conjunction with the business worked on an employee engagement survey. • Rolled out cultural awareness and diversity training to all divisional staff to promote an environment of inclusion.• Developed and implemented a new management development programme for middle managers. • Rolled out new succession planning framework within Corporate Banking division to identify talent pipeline for critical roles, including training and development strategy for high potential employees. • Coached managers on return to work interviews and absence management procedures.

• Advised Divisional CEO and SMT on all compensation related issues including recruitment packages and incentive schemes for brokers.• Responsible for delivering annual pay and bonus scheme for South East Asia region. This involved collaborating with regional CEO on budgets and coordinating delivery of pay review documentation. • Assisted senior managers with all performance management issues, including high level exits. This included coaching managers on how to track and monitor the performance of their staff and devise performance improvement plans with underperforming staff.

• Compiled William Mercer’s annual global compensation report, analysing economic and compensation developments in more than 40 countries. • Advised multinational clients on reward strategies, including broadbanding and incentive pay schemes. • Analysed salary surveys in benchmarking senior positions against external competitors.• Provided advice to clients on the management and remuneration of expatriates.

• Provided detailed economic analysis and briefing notes for the Chancellor & Financial Secretary at top level meetings with foreign dignitaries. This involved researching economic data from other countries and providing clear and concise communication for top level meetings. • Analysed the economics of developing country debt and attended Paris Club meetings with government ministers to negotiate debt rescheduling.• Coordinated detailed responses to parliamentary questions. This involved liaising with other government departments and public bodies such as the Bank of England.